How should employers support staff going through perimenopause?
Acas treats perimenopause as one of the 3 stages of menopause and says it's important to support workers through every stage. In Great Britain, its guidance covers private conversations led by the worker, adjustments such as flexible hours and breaks, recording related absence separately and risk assessments that cover each stage, without treating anyone less favourably because of their symptoms.
What perimenopause is and why it matters
Acas describes 3 stages of menopause: perimenopause, menopause and postmenopause. It says menopause usually happens between 45 and 55 but can happen earlier or later, that symptoms range from very mild to severe, and that for many people they last about 4 years, sometimes much longer.
A DWP literature review on GOV.UK notes that the phases of menopause are hard to tell apart, for both the people going through them and clinicians. Acas adds that it might not always be obvious who has menopause symptoms.
Who can be affected
Acas says menopause affects most women. Treat anything a worker shares about their symptoms as confidential.
GOV.UK action plan guidance says menopause support should be accessible to employees of other ages, not only those aged 45 to 55.
How the law applies
Menopause is not itself a protected characteristic, but Acas says less favourable treatment because of symptoms could be discrimination if related to age, disability, gender reassignment or sex. Where symptoms amount to a disability, the duty to make reasonable adjustments applies. Northern Ireland has separate equality law.
Practical support
- Conversations: Acas says managers should let the worker lead and not suggest symptoms, and employers should offer another contact, such as HR.
- Adjustments: Acas lists flexible start and finish times, breaks when needed, a private rest area and home working when practical. GOV.UK suggests agreeing changes in writing and reviewing them.
- Absence: Acas says to record menopause-related absence separately, and that time off for related medical appointments is good practice; no law requires it, but contracts may.
- Risk assessment: employers must assess workplace risks, and Acas suggests checking that assessments cover the different stages of menopause.
Menopause action plans
Since 6 April 2026, employers with 250 or more employees can publish a voluntary action plan with at least one action on the gender pay gap and one supporting employees experiencing menopause. GOV.UK says this includes both perimenopause and postmenopause, and that public authorities in Scotland and Wales have different rules. Plans are expected to become mandatory for public authorities in March 2027 and for private and voluntary sector employers in April 2027, subject to Parliament.
The law
“substantial and long-term adverse effect on P's ability to carry out normal day-to-day activities…”
“the risks to the health and safety of his employees to which they are exposed whilst they are at work…”
Sources
- Managing menopause · Acas
- Talking with workers · Acas
- Supporting workers · Acas
- Menopause and discrimination · Acas
- Creating an action plan: overview · GOV.UK
- Offer workplace adjustments for employees experiencing menopause · GOV.UK
- Menopause in the workplace literature review · GOV.UK
- Definition of disability under the Equality Act 2010 · GOV.UK
- Managing risks and risk assessment at work · HSE
- Plan to Make Work Pay and Employment Rights Act: timeline update · GOV.UK
General information for employers in Great Britain, not legal advice. Check the official sources for your situation.
- Voluntary gender equality and menopause action plans introduced
- Action plans expected to become mandatory for public authorities (subject to Parliament)
- Action plans expected to become mandatory for private and voluntary sector employers (subject to Parliament)
Future dates are expected dates and depend on Parliament.
What employers can do
- Make sure your menopause policy names perimenopause and covers everyone who may be affected, whatever their age
- Train managers to hold private conversations that let the worker lead
- Agree adjustments in writing and review them regularly
- Record menopause-related absence separately from other sickness absence
- Check that risk assessments cover every stage of menopause
Related answers
- What should employers do about menopause at work? Menopause is not itself a protected characteristic, but less favourable treatment because of menopause symptoms can be age, sex, disability or gender reassignment discrimination. Employers should assess workplace risks, consider adjustments and train managers. Employers with 250 or more employees can publish a voluntary menopause action plan now, and this is expected to become mandatory in 2027.
- When must employers make reasonable adjustments? Under the Equality Act 2010, employers must make reasonable adjustments when they know, or could reasonably be expected to know, that a worker or job applicant is disabled and is likely to be put at a substantial disadvantage by a working practice, a physical feature or the lack of an auxiliary aid. The employer pays for the adjustments.
- How should employers manage long-term sickness absence? Employers should keep in touch as agreed with the employee, get medical evidence such as an occupational health assessment or, with consent, a GP report, consider whether the employee is disabled and make reasonable adjustments, and explore a phased return or role changes. GOV.UK and Acas describe dismissal for ill health as a last resort after a fair process.